Role Overview
We are looking for a high-ownership, market-facing AD Talent Acquisition. This role is about building capability, not just closing roles. You will partner closely with Deans and business leaders to understand talent gaps, map the market, and bring in high-impact talent that elevates institutional quality. The expectation is to move beyond transactional hiring and build a strong external talent lens, backed by data, speed, and sharp judgment.
What You Will Drive
- Headhunting & Market Mapping
- Proactively identify, approach, and convert top-tier talent from competitor institutions and adjacent industries. Build real-time market intelligence on compensation, availability, and capability.
- End-to-End Talent Ownership
- Own the full lifecycle from role scoping to closure with strong control on quality, timelines, and stakeholder alignment. This includes direct sourcing, evaluation rigor, and offer strategy.
- Strategic Stakeholder Partnership
- Work closely with Deans and leadership to challenge briefs, refine role requirements, and ensure hiring decisions are aligned with long-term academic and business priorities.
- Pipeline & Bench Strength Creation
- Build and continuously nurture talent pipelines for critical and recurring roles across campuses. Ensure readiness over reactivity.
- Quality of Hire & Bar Raising
- Drive hiring decisions that improve overall talent quality, not just fill gaps. Introduce structured assessment approaches and ensure consistency in evaluation standards.
- External Partner Leverage
- Engage and manage search partners selectively for niche or senior roles, ensuring accountability on quality and turnaround time.
- Data-Driven Execution
- Track key hiring metrics such as time-to-fill, quality of hire, and conversion ratios. Use insights to improve predictability and efficiency of hiring outcomes.
- Candidate Experience & Employer Positioning
- Ensure a sharp, professional, and engaging candidate journey. Act as a strong brand ambassador to position the organization competitively in the talent market.
- Process & Capability Building
- Continuously refine hiring processes, introduce best practices, and build internal capability within the TA function.
What This Role Is Not
This is not a coordination or purely operational TA role. This is a front-line, judgment-heavy role requiring strong market connects, influence, and the ability to close high-quality talent.
Apply now or share your profile at nikita.saxena@gusindia.global
10-12 years96
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Job Description
Download ResumeRole Overview
We are looking for a high-ownership, market-facing AD Talent Acquisition. This role is about building capability, not just closing roles. You will partner closely with Deans and business leaders to understand talent gaps, map the market, and bring in high-impact talent that elevates institutional quality. The expectation is to move beyond transactional hiring and build a strong external talent lens, backed by data, speed, and sharp judgment.
What You Will Drive
- Headhunting & Market Mapping
- Proactively identify, approach, and convert top-tier talent from competitor institutions and adjacent industries. Build real-time market intelligence on compensation, availability, and capability.
- End-to-End Talent Ownership
- Own the full lifecycle from role scoping to closure with strong control on quality, timelines, and stakeholder alignment. This includes direct sourcing, evaluation rigor, and offer strategy.
- Strategic Stakeholder Partnership
- Work closely with Deans and leadership to challenge briefs, refine role requirements, and ensure hiring decisions are aligned with long-term academic and business priorities.
- Pipeline & Bench Strength Creation
- Build and continuously nurture talent pipelines for critical and recurring roles across campuses. Ensure readiness over reactivity.
- Quality of Hire & Bar Raising
- Drive hiring decisions that improve overall talent quality, not just fill gaps. Introduce structured assessment approaches and ensure consistency in evaluation standards.
- External Partner Leverage
- Engage and manage search partners selectively for niche or senior roles, ensuring accountability on quality and turnaround time.
- Data-Driven Execution
- Track key hiring metrics such as time-to-fill, quality of hire, and conversion ratios. Use insights to improve predictability and efficiency of hiring outcomes.
- Candidate Experience & Employer Positioning
- Ensure a sharp, professional, and engaging candidate journey. Act as a strong brand ambassador to position the organization competitively in the talent market.
- Process & Capability Building
- Continuously refine hiring processes, introduce best practices, and build internal capability within the TA function.
What This Role Is Not
This is not a coordination or purely operational TA role. This is a front-line, judgment-heavy role requiring strong market connects, influence, and the ability to close high-quality talent.
Apply now or share your profile at nikita.saxena@gusindia.global